Hr Business Partner-Commercial Organization

TP-Link Italy is looking for a business-oriented HR Business Partner to support the continued growth of our Italian organization. This role will work closely with the Country Manager and local leadership team to drive organization planning, talent strategy, performance management, business leader development, key talent retention, and employee relations.

This is not a purely operational HR role. The HRBP will act as a strategic partner to the business, helping ensure that TP-Link Italy has the right structure, the right people, and the right management capabilities to support sustainable business growth.

Key Responsibilities

1. Organization Planning and Talent Strategy

• Partner with the Country Manager to translate business objectives into organization and workforce plans.
• Work with business leaders to identify organizational capability gaps, critical roles, and future talent needs.
• Support organization design and optimization across Sales, Marketing, B2B, Channel, E-commerce, Technical Support, After-sales, and other local functions.
• Conduct regular organization diagnostics and provide practical recommendations to improve efficiency, collaboration, and business performance.

2. Critical Hiring and Talent Mapping

• Drive talent strategy for critical roles, including Sales, Key Account, E-commerce, B2B, Product Marketing, Technical Support, and other business-critical positions.
• Build and maintain talent maps for relevant industries in Italy, including ICT, consumer electronics, networking products, channel sales, e-commerce, and B2B sectors.
• Work closely with business managers and recruitment resources to ensure high-quality and timely hiring.
• Participate in interviews, candidate assessment, and offer decisions for key positions.

3. Performance Management

• Drive the implementation of TP-Link Italy's performance management process, including goal setting, quarterly reviews, performance evaluation, and calibration.
• Support department heads in defining clear, measurable, and business-relevant KPIs.
• Coach managers on performance conversations, low-performance management, and performance improvement plans.
• Ensure performance outcomes are effectively linked to bonus decisions, promotion, talent development, and people actions.

4. Leadership Development and Talent Review

• Lead regular talent review processes to identify high performers, high potentials, key successors, and low-performance risks.
• Support the Country Manager in strengthening the local management team and improving leadership capability.
• Design and implement manager coaching, leadership development, and team management initiatives.
• Build succession plans for critical roles to reduce organizational dependency on individual key employees.

5. Key Talent Retention and Engagement

• Establish key talent retention mechanisms and identify potential attrition risks among critical employees.
• Provide regular talent risk analysis and action recommendations to the Country Manager.
• Support improvements in compensation, bonus, promotion, and career development mechanisms to retain core talent.
• Conduct employee interviews, feedback sessions, and organization pulse checks to identify emerging people issues.

6. Employee Relations and Compliance

• Manage complex employee relations cases while ensuring compliance with Italian labor regulations and company policies.
• Work with external labor law advisors, payroll providers, and HR service partners when needed.
• Support sensitive people actions, including low-performance management, disciplinary cases, restructuring, and employee exits.
• Balance business needs with local compliance requirements and help managers make sound people decisions.

7. Culture Building and Cross-cultural Communication

• Act as a bridge between China headquarters, regional teams, and the Italian local organization.
• Help local employees understand company strategy, business priorities, and TP-Link's corporate culture.
• Support the Country Manager in building a results-driven, collaborative, and execution-focused local culture.
• Drive employee communication, team engagement, and organizational climate improvement init